Our solutions cover the entire employee lifecycle from selection through to development, focusing on individuals, teams and organisational solutions.
University graduates in Australia are competing for new employment opportunities that are being offered by a wide range of employers. It is against this backdrop that in 2015 the NSW Public Service Commission (PSC) invited Peter Berry Consultancy (PBC) to facilitate a process that would attract talented new graduates to enrich the public sector. This innovative, whole-of-government approach to attracting and retaining entry level talent had not been attempted for several years. PBC wanted to help create a process that articulated the value of a career in the public sector to graduates that illustrates how intellectually stimulating and emotionally fulfilling this career path can be.
The vision for this program was to develop public sector capability and develop a cohort of future leaders that represented the diversity of the state. In designing and implementing the recruitment and selection process that identified future public sector leaders, PBC needed to ensure that the process:
In consultation with senior leaders responsible for organisational and talent development, PBC developed a survey that captured essential information regarding individuals and enabled the organisation to determine likely talent potential. As there were no existing metrics or strategies in place, PBC included both broad and specific assessments of talent, as well as self-ratings and evaluations from stakeholders. The key characteristics of the program included:
PBC partnered with the PSC over a four month period to manage applications and assess all suitable candidates in order to fill the roles set by the client. As a result, the program received significantly higher applications. Given the increase in applications, PBC used innovative and best practice techniques to assist with the screening and assessing of potential graduates.